Talent Marketplace Manager, Internal Mobility

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

ROLE OVERVIEW

We're looking for a Talent Marketplace Manager to join our Internal Mobility team and own the design, build, and evolution of our internal talent marketplace. This role is part of Wayfinder, Anduril's internal mobility program, and will be central to how we develop, deploy, and retain our best talent.

This role sits at the intersection of People Ops, Talent Acquisition Ops, and Division Ops - you'll support standing up the platforms, skills architecture, and matching capabilities that allow employees to find their next role at Anduril. You'll drive this from early-stage build through full maturity: a skills-based marketplace where people are matched to opportunities based on what they actually bring, not just what's on their last job description. If you're energized by building something from scratch that changes how Anduril discovers and deploys its own talent against the mission, this is the role for you.

WHAT YOU’LL DO

Marketplace Strategy & Platform Development

• Develop a concrete product roadmap from initial launch through skills-based matching and AI-enabled discovery and drive execution against it. Own the sequencing, trade-offs, and delivery milestones that move the platform forward as the program matures.
• Own platform implementation and configuration. This could be building within existing systems, integrating third-party marketplace tools, or standing up custom solutions. As the marketplace matures, inform platform direction based on what you're seeing in adoption, performance, and user feedback.
• Own the employee-facing experience: posting quality, search and discovery, matching accuracy, and the overall feel of navigating internal opportunities at Anduril.

Skills Architecture & Data

• Design and implement the skills taxonomy and data model that powers marketplace matching partnering with People Business Partners and Division leaders to define what skills matter, how they map to roles, and how they're captured, categorized, validated, and kept current across the organization.
• Establish governance for data quality and skills validation so the marketplace earns trust and keeps the trust of employees and hiring managers. Bad matches erode adoption faster than no matches.

Launch and Scaling

• Build and execute the adoption strategy for marketplace launch and expansion. This means understanding what makes managers and employees actually use a new tool, not just announcing it exists.
• Develop enablement materials, training, and feedback loops for each user group: employees exploring opportunities, hiring managers searching for internal talent, recruiters coordinating internal pipelines, and People Business Partners advising on talent movement.
• Establish marketplace governance: posting standards, matching criteria transparency, how internal candidates are surfaced and prioritized, and how the marketplace integrates with existing hiring and transfer workflows.
• Partner closely with the Mobility Operations Manager to ensure marketplace activity connects cleanly to downstream processes: eligibility checks, compensation treatment, start-date coordination, and transition support.

Cross-Functional Partnership

• Serve as the go-to partner for People Business Partners, Talent Acquisition, Compensation, HR Technology, and Division Ops on anything related to internal talent visibility and marketplace capabilities.
• Coordinate across the People organization to align on how internal opportunities are posted, how skills data is used, and how marketplace tools interact with the broader talent technology stack and People programs.

Analytics & Program Health

• Define and track the metrics that tell you whether the marketplace is working: match quality, internal application rates, time-to-fill for internally sourced roles, employee engagement with the platform, skills coverage, and conversion from match to hire.
• Build reporting that gives leadership visibility into marketplace impact — including cost savings vs. external hires, retention effects, and the relationship between internal mobility and employee engagement.
• Use data to continuously improve matching algorithms, surface gaps in skills coverage, and identify where the marketplace is underserving parts of the organization.

REQUIRED QUALIFICATIONS

• 5+ years of experience in talent technology, HR technology, talent management, or internal mobility — ideally in a high-growth technology or defense environment.
• Direct experience standing up or scaling an internal talent marketplace, skills-based talent platform, or comparable employee-facing talent product. You’ve been through the cycle of evaluation, implementation, launch, and iteration, not just strategy.
• Strong understanding of skills taxonomies, talent matching methodologies, and the data infrastructure that supports them. You don’t need to write code, but you need to understand data models, system integrations, and platform architecture well enough to drive technical decisions alongside engineering and HR Tech partners.
• Experience with HRIS platforms (Workday strongly preferred), applicant tracking systems (Greenhouse preferred), and familiarity with the internal talent marketplace vendor landscape.
• Demonstrated ability to drive adoption of new tools and programs — you understand that launching a platform is the easy part and that sustained adoption requires ongoing attention to user experience, enablement, and feedback.
• Strong analytical skills with the ability to define metrics, build dashboards, and use data to tell a story about program health and impact.
• Excellent communication skills, with the ability to present to leadership, coordinate across teams with different priorities, and translate technical concepts for non-technical stakeholders.
• Demonstrated ability to influence without authority — this role coordinates across People, TA, HR Tech, and Division Ops without managing any of them.
• Must be a U.S. Person (U.S. Citizen or Permanent Resident) to satisfy federal contract requirements.

US Salary Range

$142,000—$188,000 USD

The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:

Benefits

At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.

Protecting Yourself from Recruitment Scams

Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.

To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:

• No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.

• Please always verify communications:
  • Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.
  • Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.

• Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.

• What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

To view Anduril's candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.

By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.